Need help with how to round on unit as manager......
- 0Jan 14, '13 by enzatiI'm a fairly new manager who came up through the ranks, I.e. was staff nurse, than clinical leader, now manager. So I know all of the staff well, some better than others. I'm finding that rounding on the unit, (asking how things are going, generally talking to people, letting them know I care about day to day things..) is very awkward, for me and them. I think they feel like I'm "checking up on them." What can I do, ( and what do you do?) to make this better? I've looked in numerous places for info on this subject, there isn't a whole lot out there. Thanks for your help!
- 0Jan 19, '13 by iluvivtHave you thought about just getting a report from the clinical leaders or those that are just below you in the chain. Make it clear to the clinical leaders what your goals and expectations are.That way the clinicians giving the direct care will not feel spied upon,,they go to the clinical leaders with a problem and they they tell you about it, I understand that some problems are so big they must come directly to you and make sure they know which ones they are. Since what you are doing is not working,,you can always change strategies and modify as you go!
- 0Jan 22, '13 by K+MgSO4do it consistently staff will get used to it. Tell them at a staff meeting that you are not spying but you want to make sure that people know that you are a resource to go to. Maybe come in early once or twice a week to chat to the night shift. Some days I am swamped with paperwork and nothing will get me on the floor but other days I have time. Do little things like fill a jug of water.
Maybe have a suggestion box? If you ask staff on he spot what they want to change they may feel stumped and have no response. Or think that they are not supposed to critize you. A box can reduce those feelings. I have got some really good ideas from mine. One was to rotate the staff shift allocation white board that we have so that everyone who has each pt at the station onto it side and it will have more room to write the staff allocation and their tasks (ie stocking the IV trolley) on it. Explain that it won't fix everything but the little things can really boost morale.
It is tough to come up through the ranks on a ward rather than moving to another ward or hospital where you are not known. Best of luck
- 1Jan 22, '13 by HouTx GuideMake it a purposeful exercise by interjecting more structure. Be prepared with a specific question to ask your staff members as an 'opener'. Something like "What are you most concerned about today?" or "Can you share something with me about an incident this week that made you feel really good about your job?". As time goes on, you will be able to get a feel for issues/concerns that are most important to your staff. Be sure to follow up and provide feedback as appropriate so that they will know that they are heard and you value their input.
If face-to-face rounding is not always possible (night or weekend shift folks) you may want to try Twitter rounding... you can Tweet a question (that can be answered quickly without including any patient information) and staff responses will provide you with a great way to do a 'check-in' with everyone.
- 0Feb 10, '13 by BeccaznRNMy last nurse manager would consistently come in 1-2x per week at 5:30a to see us night shifters and spend a little time talking to each of us informally on the unit (NICU) to see how everything was going and if we needed to discuss anything with her. She would also occasionally work a 2p-11p shift and made it a point to let us know that she would be in her office during those hours and that her door was open. I thought it was a very good policy - I can't speak for the other nurses, but with her consistency and approachability, I never felt like she was checking up on me. I actually liked seeing her on occasion and getting to talk with her.